Employee Benefits Overview

Employee Benefits 20xx Benefits for your staff and their family members!

Welcome Contacts 3 2 About Us 4 Retirement Plans 14 Additional Benefits 15 Spouses & Children Insurance 12 Disability Insurance 13 Dental Insurance 8 Life Insurance 10 Employee Eligibility 5 Medical Insurance 8 Contents Introducing CARLA Our company is committed to ensuring the well-being, health, and safety of you and your family. To support this dedication, we have created a comprehensive benefits program designed to help you achieve your physical, financial, and work-life objectives. Our aim is to provide you with the necessary tools and resources to make full use of your benefits, and this Benefits Guide is one such resource. We encourage you to carefully review it to understand the key features of our benefits and to have conversations with your family about your options. For more detailed information about your benefits, important documents, and enrollment procedures, we encourage you to visit our Employee Benefits website at e.wellness.com. Carla provides customized and private benefits guidance that can be accessed on any computer, tablet, or smartphone. See More

1. Contacts Please consult this list for contacting your benefit vendors. If you require additional information, please reach out to the HR department. Broker Contact Marcelo Smith (943) 291-3753 Human Resources Amanda Smith (388) 616-4240 Medlight (388) 616-4240 See More 3

2. About Us For close to 20 years, Our Company has been dedicated to the well-being of your employees and their loved ones Our decision to eliminate external Agents has resulted in lower premiums for our customers. Additionally, our direct communication with clients ensures greater clarity and transparency in our services. Our commitment lies in offering comprehensive, flexible, and cost-effective benefits programs. Demonstrating that your employees are our most valuable asset is achieved through providing top-notch benefit plans. Eligible employees have a variety of benefit plans to select from, so we urge you to carefully review this benefits guide to assist you in making the best benefit elections for you and your family. We prioritize offering coverage options that are tailored to your needs, rather than a one-size-fits-all approach. With a clear purpose, ingrained values, and a rich history, we aim to provide our clients with longevity, stability, and a sense of security. 4

3. Employee Eligibility During the middle of the year, you may adjust your selections if certain qualifying events take place, such as marriage, the birth of a child, adoption, involuntary loss of coverage from a qualified group plan, divorce, legal separation, or the death of a spouse or dependent child. To qualify for changes, you must inform Human Resources within 30 days of the mid-year qualifying event. Open Enrollment occurs annually, providing you the opportunity to freely modify your plans and enrollments. For your company, this period takes place in March each year. In order to participate in the plans detailed in this manual, you must be a full-time employee, with a minimum of 30 hours worked per week. If you are a new employee, your benefits will take effect on the first day of the month after your date of hire. Your eligible dependents for enrollment in the plan include: • Your legal spouse / partner • Dependent children • Children of your legal spouse 4 Who call enroll? Have Questions? When can changes be made 5

4. Medical Insurance One of the most popular benefits offered by employers is medical insurance for employees. It is essential to emphasize that, under the Affordable Care Act (ACA), employers with more than 50 full-time employees are mandated to include medical insurance in their employee benefits package. Medical insurance typically includes coverage for health, vision, and dental services. Employers commonly provide these three benefits as a package to their employees. Health insurance may encompass additional features such as a health savings account (HSA), flexible spending account (FSA), or health reimbursement account (HRA). Certain employers provide one or all three of these choices. It is crucial to clarify to your staff the distinctions among these options and the advantages they may offer. 4 See More 6

Health Insurance Plan It is recommended that the decision regarding the most suitable additional health insurance program for your employees be made in consultation with your corporate insurance provider. It is crucial to educate yourself about the various programs available, as each one offers unique benefits to companies. Providing medical insurance is a common employee benefit provided by employers. It is crucial to understand that under the Affordable Care Act (ACA), companies with over 50 full-time employees are required to include medical insurance in their employee benefits package. 7 Plan Self Self+ Child(ren) Self+ Adult Family CORE (PPO) $0.00 $0.00 $0.00 $0.00 Kaiser Permanente - CA (HMO) $0.00 $0.00 $0.00 $0.00 UC Blue & Gold HMO $0.00 $0.00 $0.00 $0.00 UC Care (PPO) $0.00 $0.00 $0.00 $0.00

5. Dental Insurance We provide two dental plans via Principal, both of which are PPO plans. These plans give you the flexibility to utilize either in-network or out-of-network benefits. In the event that out-of-network dentists are utilized, you will need to cover the variance between Guardian's approved amount and the dentist's charges, commonly referred to as "balance billing". The following charts offer a concise summary of the plan. Visit www.principal.com and navigate to the "Individuals" section. From there, access the drop-down menu labeled "Insure" and choose "Find a Dentist" for the state of Florida within the "Principal Plan Dental Network". Proceed by entering your preferred search location or the name of the provider/office you are looking for. 4 See More 48

9 Options Base Dental PPO Plan High Dental PPO Plan Individual $50 $50 Family $150 $150 Annual Maximum Per covered person $1,000 $1,000 Preventative Care Oral Exams (once/6 months), Cleanings, X-Rays (full mouth once/60 months) Covered at 100% Covered at 100% Major Procedures Bridges & Dentures, ENDO (Root Canal), Single Crowns, Simple & Complex Extractions, PERIO Maintenance (scaling and root planing) Covered at 50% after deductible Covered at 90% after deductible Out-of-Network Annual Maximum $1,000 $1,000 Deductible $100 / $300 $50 / $150

6. Life Insurance Employers have the option to provide life insurance benefits to their employees. If you are considering offering this voluntary benefit, you will need to decide on the eligible recipients, the specific type of life insurance coverage to provide, and the appropriate and cost-effective amount of life insurance. 10 Basic Life + AD&D 100% Employer Paid! You can't put a price tag on your life, but you can protect your loved ones with life insurance in the event of a premature loss. Basic Life benefit: 1x your earnings to a max of $100,000

3 Widely recognized in the field as "AD&D," this insurance provides compensation to the designated beneficiary of the employee in the event of accidental death or loss of certain bodily functions (such as the loss of one arm and leg, which may lead to the payment of a portion of the total benefits). Accidental Death and Disablement Apart from group-term life insurance, there are additional insurance options that you can present, such as: This type of insurance provides a payout to the designated beneficiary of the employee in the event of the employee's death, and it also refunds the premiums paid by the employer. Split-dollar life insurance This insurance is limited to a specific event - the death of an employee during a business trip. If your employees do not travel frequently or at all, this policy may not be a wise investment. Business travel accident insurance 11

7. Spouses and Children Insurance Review the evidence of coverage (EOC) booklet provided by your insurer (or consult your agent or broker if applicable) in order to understand the definitions clearly. Employers have the option to offer health benefits to unmarried domestic partners of their employees. It is typically required for an employee's legal spouse and dependent children to be provided with coverage. According to the Patient Protection and Affordable Care Act, group insurance plans must offer coverage to adult dependents up to the age of 26. Employers have the option to broaden the definition of child dependent to encompass children above the age of 26, with age limits different depending on the plan. 4 Life insurance coverage can be obtained up to the GI amount without requiring an EOI form during an employee's initial eligibility period. NOTE 12

13 Benefit Guarantee Issue Employee Increment of $10.000 up to 5X your earnings:$500.000 Max $100,000 Family Increment of $50.000 up to 50% of employee's amount $50,000 Child $10,000 $10,000

8. Disability Insurance Disability insurance offers additional financial support if an illness or injury leads to a disability that hinders the policyholder from performing their usual job. Monthly benefits are typically provided to help the policyholder sustain their current lifestyle and cover ongoing costs. 14 Establish a waiting period ranging from 0 to 14 days, with a max. benefit period not exceeding two years. Short-Term Disability policies Allow for a waiting period spanning from a few weeks to several months, while the maximum benefit period can extend from a few years to a lifetime. Long-Term Disability policies Diseases and injuries can occur unexpectedly, catching us off guard. Ensure that you have the necessary financial preparations in place to maintain stability during a medical situation by obtaining disability insurance. See More

Planning for retirement involves a series of steps that develop gradually as time goes on. In order to enjoy a relaxing, stable, and enjoyable retirement, it is essential to establish a financial safety net that will cover all expenses. Retirement Plans A 401(k) plan is a retirement account provided by employers as a benefit to their employees. This account enables you to allocate a portion of your pre-tax salary to investments that are tax-deferred, thereby lowering the taxable income for the year. A 401(K) Retirement Savings Plan Contributions to a Roth IRA are made using after-tax dollars, unlike a traditional IRA. Any earnings within the Roth account are not subject to further taxation. Roth IRAs The Roth 401(k) is a hybrid of the Roth IRA and a 401(k) that is offered by employers and is a relatively recent addition. Similar to a Roth IRA, contributions are made from your after-tax income rather than your pre-tax earnings. If you stay in the plan for a minimum of five years, contributions and earnings in a Roth are not subject to further taxation. Roth 401(k) The SIMPLE IRA is a retirement plan available to small businesses with up to 100 employees, functioning similarly to a 401(k SIMPLE IRA A Simplified Employee Pension (SEP) IRA enables self-employed individuals without employees to set aside a portion of their income for retirement in their own account. These contributions are fully deductible from taxable income. SEP IRA 15 9.

10. Additional Benefits 4 Gym memberships Employees who have good benefits as gym memberships are often healthier and happier. They’re more engaged at work, and they’re more productive. They take fewer sick days, and they’ll often report they have a higher quality of life. 16

Premiums To access exclusive benefits plans, please click here: www.company.com Tuition reimbursement Student loan repayment By providing tuition reimbursement or student loan repayment, you can enhance employee loyalty and retention rates, as you support their professional development and skill enhancement. 17

We’re more than just a job. Benefits for your staff and their family members!